【正文】 ocuses on the following key elements: 翰威特公司薪酬設(shè)計(jì)方法 43 w H 翰威特 Compensation Design Consulting Process 薪酬設(shè)計(jì)咨詢(xún)程序 Job Evaluation 職位評(píng)估 Salary Structure 薪資結(jié)構(gòu) Market Pricing 市場(chǎng)定價(jià) Communication, Implementation and Annual Maintenance process 項(xiàng)目溝通、實(shí)施以及全年管理 Compensation Strategy Design 薪酬策略設(shè)計(jì) Design Planning 設(shè)計(jì)計(jì)劃 Management Report 管理層匯報(bào) Step步驟 1 Step步驟 2 Step步驟 3 Step步驟 4 Step步驟 5 Key Project Steps 主要項(xiàng)目步驟 Process yields fully functional pensation program that is totally integrated with new anization design. 程序產(chǎn)生了完全功能化的薪酬計(jì)劃 , 與新的組織設(shè)計(jì)完全符合 Pay Delivery(short and longterm incentive 工資發(fā)放 (短期和長(zhǎng)期獎(jiǎng)勵(lì) ) Create Design Team 成立設(shè)計(jì)小組 44 w H 翰威特 Step : Design Planning 步驟 ：設(shè)計(jì)計(jì)劃 ? Purpose: To plan all activities for the design of the pensation system, longterm incentive plan and performance management redesign 目的： 計(jì)劃所有的薪酬體系設(shè)計(jì)、長(zhǎng)期獎(jiǎng)勵(lì)計(jì)劃和績(jī)效管理的重新設(shè)計(jì) ? Process: 1/2 day planning meeting with key Neusoft team members, plus 1/2 day initial information sharing/brainstorming session. 程序： 與關(guān)健的東大小組成員進(jìn)行半天的計(jì)劃會(huì)議，另外用半天的時(shí)間進(jìn)行初步的信息共享和意見(jiàn)交流。 — Hewitt will prepare planning information and project management timlines and key outes 翰威特將準(zhǔn)備計(jì)劃信息、項(xiàng)目管理的時(shí)間安排以及關(guān)健的結(jié)果 — Hewitt and Neusoft will work the plan and agree on project timelines, milestones and key outes 翰威特和東大將共同設(shè)計(jì)計(jì)劃，并在項(xiàng)目的時(shí)間安排、里程碑和關(guān)健的結(jié)果上達(dá)成一致 ? Oute: Detailed project plan. List of issues associated with current pensation system and performance management, broad information about its character, and initial ideas for the future system. 結(jié)果： 對(duì)薪酬設(shè)計(jì)階段作出詳細(xì)的項(xiàng)目計(jì)劃。與目前的薪酬體系相關(guān)的問(wèn)題以及有關(guān)特點(diǎn)的廣泛信息，對(duì)將來(lái)的體系的初步想法。 45 w H 翰威特 Step : Create Design Team 步驟 ：成立設(shè)計(jì)小組 ? Design team prises Hewitt consultants and team of managers from Neusoft 設(shè)計(jì)小組由翰威特公司咨詢(xún)顧問(wèn)和東大經(jīng)理小組組成 ? Criteria for selection 成員挑選標(biāo)準(zhǔn) — Senior level HR 高級(jí)人力資源管理人員 — Other managers familiar with direction of business 其他熟悉公司經(jīng)營(yíng)方向的經(jīng)理 — Must be able to attend ALL meetings 必需能夠參加每一次會(huì)議 46 w H 翰威特 Step 2: Compensation Strategy Design 步驟 2：薪酬策略設(shè)計(jì) ? Purpose: Establish how Neusoft will use pensation to attract, retain, motivate, and reward employees, in line with its business strategy 目的 ： 建立東大利用薪酬體系來(lái)吸引、保留、激勵(lì)、報(bào)償員工的指導(dǎo)原則 ,并使之與經(jīng)營(yíng)策略相一致 ? Process: One or Two 1/2day meetings with the design team focused on discussing: 程序：與設(shè)計(jì)小組進(jìn)行一次或兩次半天會(huì)議，討論： — Business goals, strategy and people requirements 商業(yè)目標(biāo)、商業(yè)策略與人員要求 — The role of pensation, and how it supports Neusoft?s business 薪資的作用，它如何支持 東大 的業(yè)務(wù)發(fā)展 — Compensation usage (. target pay levels, usage of variable pay, etc.) 如何運(yùn)用薪資杠桿 (例如，目標(biāo)工資水平、浮動(dòng)獎(jiǎng)金的作用，等等 ) ? Oute: Compensation strategy statement which provides a framework for the design, munication and administration of the pensation at Neusoft. 成果：制定為薪酬項(xiàng)目設(shè)計(jì)，溝通和管理提供指導(dǎo)的東大薪酬策略 47 w H 翰威特 Step : Job Evaluation 步驟 ：職位評(píng)估 ? Purpose: Determine the relative values of jobs at Neusoft 目的 ： 確定東大內(nèi)部職位的相對(duì)價(jià)值 ? Process ： 程序步驟； — Establish job evaluation methodology that works best for Neusoft 制定最適用于東大的職位評(píng)估準(zhǔn)則 — Gathering relevant data on Neusoft?s jobs 收集東大有關(guān)職位 的信息 ? Option 1: The design team provides information on all jobs against developed criteria 備選方案 1：設(shè)計(jì)小組成員根據(jù)新制定的職位評(píng)估準(zhǔn)則提供所有職位信息 ? Option 2: Hewitt designs an information gathering form and Neusoft gathers information internally 備選方案 2：由翰威特公司設(shè)計(jì)問(wèn)卷，而由東大安排從內(nèi)部收集具體信息 ? Option 3: Hewitt to conduct job interviews 備選方案 3：翰威特進(jìn)行職位面談 — Using methodology and information evaluate Neusoft jobs 對(duì)東大的職位進(jìn)行評(píng)估 48 w H 翰威特 Step : Job Evaluation 步驟 ：職位評(píng)估 ? Oute: All jobs will be valued on a parative basis, depicted in a chart of hierarchies within job families 成果 ：對(duì)所有職位進(jìn)行比較評(píng)估 ,并通過(guò)圖表的形式將職位類(lèi)別中的等級(jí)描繪出來(lái)。 ? Note: An optional, additional step associated with job evaluation would be to produce documentation on all jobs, or to design a process whereby Neusoft can document its jobs 備注：采用與職位評(píng)估相關(guān)的備選附加的步驟，將制定出所有職位文檔，或設(shè)計(jì)出東大如何將職位歸檔的程序。 49 w H 翰威特 Various Job Evaluation Methodologies 職位評(píng)估的不同方法 Externally Focused 主要側(cè)重于外部 Internally Focused 主要側(cè)重于內(nèi)部 Rank to market 市場(chǎng)定位法 Internal Ranking 內(nèi)部評(píng)級(jí)法 Point Factor Methods 因素評(píng)分法 Factor Comparison 因素比較法 Paired Comparison 匹配比較法 50 w H 翰威特 Selecting an Evaluation Method 職位評(píng)估方法的選擇 Considerations may include: 考慮因素可能包括： ? Precision準(zhǔn)確性 ? Time/Resources 時(shí)間 /資源 ? Regulatory/Compliance 法律規(guī)范 ? Communication 交流溝通 ? Types of jobs 工作的類(lèi)型 ? Number of jobs 工作的數(shù)量 ? Applicability to other HR programs 對(duì)其他人力資源項(xiàng)目的適用性 ? Responsiveness to change 對(duì)變動(dòng)的適應(yīng)性 51 w H 翰威特 Step : Market Pricing 步驟 ：市場(chǎng)定價(jià) ? Purpose: Establish petitive market pay data for benchmark jobs 目的 ：建立針對(duì) 東大 的代表性基準(zhǔn)職位為根據(jù)的市場(chǎng)定價(jià) ? Process: 1/2 day meeting, in bination with Hewitt consultants working internally 程序：半天會(huì)議，以及翰威特咨詢(xún)顧問(wèn)獨(dú)立進(jìn)行的數(shù)據(jù)分析工作 — Establish benchmark jobs, pricing approach, etc. 確定基準(zhǔn)職位、定價(jià)方式，等 — Pricing benchmark jobs 職位定價(jià) ? Option 1: Use Hewitt?s existing data (TCM) 備選方案 1：利用現(xiàn)有數(shù)據(jù)來(lái)源 ? Option 2: Conduct a custom study focussed on Chinese HighTech industry (suggestedmore accurate and defensible) 備選方案 2：組織專(zhuān)項(xiàng)行業(yè)薪資調(diào)研 (建議性的，更為正確和可靠 ) ? Oute: All benchmark jobs at Neusoft are priced with petitive market pay data which includes: 成果：取得 東大 的所有職位的競(jìng)爭(zhēng)性市場(chǎng)數(shù)據(jù)，包括： — Various pay ponents 各種各樣的薪資組成 — Quartile statistics for total cash pensation 全面現(xiàn)金工資 百分位分析數(shù)據(jù) 52 w H 翰威特 Step : Salary Structure 步驟 ：薪資結(jié)構(gòu) ? Purpose: Develop salary structure with pay target ranges assigned and all jobs captured 目的 ：建立薪資結(jié)構(gòu)，該結(jié)構(gòu)能容納所有職位并分別建立目標(biāo)工資幅度 ? Process: Design meetings, in bination with Hewitt consultants working internally 程序：設(shè)計(jì)會(huì)議與 翰威特咨詢(xún)顧問(wèn)獨(dú)立進(jìn)行的分析工作 — Combine job evaluation results and market pay data 融合職位評(píng)估結(jié)果與市場(chǎng)定價(jià)數(shù)據(jù) — Define number of grades, range width, m